RESOLUTION NO. 2025-41
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF TORRANCE, CALIFORNIA SETTING FORTH THE
HOURS, WAGES AND WORKING CONDITIONS FOR
EXECUTIVE AND MANAGEMENT EMPLOYEES EFFECTIVE
JULY 13, 2025 AND REPEALING RESOLUTION NO. 2024-66
The City Council of the City of Torrance does hereby resolve as follows:
SECTION I
That Resolution No. 2024-66 is repealed in its entirety.
SECTION II
The following compensation procedure for Executive ang Management Employees is hereby approved in its entirety to read as follows: ...
EXECUTIVE AND MANAGEMENT EMPLOYEES
ARTICLE 1 -COMPENSATION PROVISIONS
SECTION 1.1 MERIT PAY PHILOSOPHY
A. The merit pay philosophy for the City of Torrance Executives and Managers is to:
1. Attract, retain and motivate qualified employees to foster the attainment of initiatives in support of the City's mission and the directives of the City Manager and City Council.
2. Establish compensation policies to reward productivity and encourage effective resource utilization.
3. Structure a compensation plan that is internally equitable and reflects the salary practices of similar public agencies.
4. Plan, implement and control all compensation expenditures through appropriate budgetary control established at the Department and the City Manager level.
5. Provide for annual employee performance appraisals to assess management effectiveness in meeting established goals and objectives and to set future goals and objectives.
SECTION 1.2 SALARY METHODOLOGY
A. The City's Merit pay Range is established under the following principles and practices:
1. The City's Merit Pay Plan will be implemented using a salary range consisting of three main points: an entry point, a reference point, and a maximum.
2. Every four years (i.e. 2022, 2026, etc), by March 31, a salary survey of comparable agencies shall be conducted to re-establish the reference point. The reference point shall be set at the median of the survey results.
Resolution 2025-41 Executive and Manaaement Emolovees
3. The entry point shall be set 20 percent below the reference point (reference divided by
1.2). This entry point remains static until the next salary survey is completed and adopted.
If an employee, based on the latest salary survey and new entry point, will fall below this pay rate a pay adjustment shall immediately be made outside of any established merit pay funding to ensure compliance with CalPERS reporting requirements.
4. The maximum point is set 15 percent above the reference point (reference point multiplied by 1.15). There shall be a potential for an extended pay adjustment up to 15% beyond the reference point for a performance rating of Meets or Exceeds Expectations.
5. The reference point and maximum point shall be adjusted annually to the nearest tenth of a percent using the May-to-May Consumer Price Index for All Urban Consumers (CPI-U) for Los Angeles-Long Beach-Anaheim, California.".
SECTION 1.3 METHODS OF COMPENSATION
Compensation shall be determined on a monthly basis and shall be fixed according to the responsibilities to be fulfilled and shall not be based on a fixed number of hours per week, nor shall it be affected by variations in work schedules.
...
An employee, may, with the approval of the City Manager (or if appropriate the City Attorney, City Clerk, or City Treasurer), enter into a written agreement with the City for a long-term modified work schedule (such as half-time), with a commensurate reduction in salary and benefits as outlined in Section 3.14.
SECTION 1.4 NEW HIRES/PROMOTIONS
A. The normal hiring point shall be the entry point of the position range. However, other factors such as market necessity and/or education and experience of the applicant may require hiring the applicant at a higher rate.
B. Newly hired employees covered by this resolution, with a recommendation from their Department Head and approval from the City Manager, may apply their years of continuous public-sector experience to the Vacation Earnings Rate Structure defined in Section 3.9 and/or be allocated starting vacation leave and/or sick leave accrual balances equal to up to one year's of accrual based on prior public-sector experience upon hire (utilizing the formulas in Section 3.4.C and 3.9.A.1 ).
C. Should a new hire or promotion trigger an internal pay equity concern, the provisions under Section 1.6.B may be utilized to address it.
D. Positions under the City Manager
1. The City Manager may appoint a Department Head or management employee reporting to them above the entry point, though no higher than reference point unless City Council approves such rate.
2. A Department head may recommend to the City Manager that an applicant be hired above the entry point, though no higher than reference point unless City Council approves such rate.
a. Notwithstanding the above, an internal promotion may be placed above the reference point to ensure that a five percent increase in total pay is granted, up to the maximum range of the classification.
3. The City Manager may, during the first year of employment or promotion, recognize meritorious work with a special wage adjustment(s) up to a maximum of 10% outside of the interim or annual merit pool subject to budget availability as determined by the City Manager.
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E. Positions under the City Attorney
1. The City Attorney shall make the appointment and establish the pay point for Legal Counselor I, Legal Counselor 11, Legal Counselor Ill, and Law Office Administrator.
An applicant may be hired above the entry point, though no higher than reference point unless City Council approves such rate.
a. Notwithstanding the above, an internal promotion may be placed above the reference point to ensure that a five percent increase in total pay is granted, up to the maximum range of the classification.
2. The City Attorney shall seek Council approval for the appointment of the position of Assistant City Attorney, Deputy City Attorney I, Deputy City Attorney 11, and Deputy City Attorney Ill consistent with Torrance City Charter Article 10.
3. The City Attorney may, during the first year of employment of promotion, recognize meritorious work with a special wage adjustment(s) up to a maximum of 10% outside of the interim or annual merit pool subject to budget availability as determined by the City Manager.
F. Positions under the City Clerk and City Treasurer.;:
1. The City Clerk and City Treasurer may appoint their respective deputies within the pay range at their discretion and inform the City Manager. An applicant may be hired above the entry point, though no higher than reference point unless City Council approves such rate.
a. Notwithstanding the above, an internal promotion may be placed above the reference point to ensure that a five percent increase in total pay is granted, up to the maximum range of the classification.
2. The City Clerk and City Treasurer may, during the first year of employment of promotion, recognize meritorious work with a special wage adjustment(s) up to a maximum of 10% outside of the interim or annual merit pool subject to budget availability as determined by the City Manager.
SECTION 1.5 GOAL AND OBJECTIVE SETTING PROCESS
A. The goal and objective setting process is a key factor of the Merit Pay Plan. Goals and objectives must reflect the direction of the City, be understood by the employee, reasonably attainable and measurable. To facilitate the mutual setting of goals, the employee and the rater shall use the following approach:
1. Executive staff covered by this Resolution shall review with the City Manager in broad terms the goals and objectives that are being proposed for his/her managers prior to meeting with their managers. This review shall be in conjunction with the setting of department.goals and objects and development of the budget work plan.
2. The employee should be given a minimum of two weeks' notice of the pending performance review.
3. During this time period, both the employee and the rater shall independently set future goals and objectives that fit the department and the City's strategic goals, and assess accomplishments set at the prior performance review.
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4. During the performance review, goals and objectives are arrived at for the new fiscal year, and a review of prior year accomplishments completed.
5. Executive staff covered by this Resolution shall forward the manager performance reviews to the City Manager with the recommended pay adjustment for review with the City Manager during his/her performance review. The City Manager, or their designee, shall approve all merit pay adjustments.
6. Assessment of achieving established goals and objectives is a year-round process.
Attainment of goals and objectives shall be discussed with the employee from time to time during the year to review mitigating circumstances to established goals, provide for reprioritization if needed, or to refocus direction of the employee due to changed circumstances.
SECTION 1.6 MERIT INCREASES AND PROGRESSION WITHIN THE PAY RANGE Merit Pay increases shall be implemented based on the follow evaluation outcomes utilizing the below Merit Pay Matrix: ...
Merit Pa
0%
0% -EGI less 0.5%
Exceeds Ex ectations EGI lus u to X% less than ore ual to 10% Note: EGI refers to Employee General Increase. This rate is set by City Council each time a Merit Pay raise pool is established.
1. Annual Merit Pool and Pay Increases
1. The Employee General Increase (EGI) shall be determined annually by the City Council for executive and management employees derived from employee MOU increases, plus 2%.
2. Employees are eligible for merit pay increases, in accordance with the methods outlined in this section, when the goal setting and evaluation process is complete and the EGI and the annual merit pool is approved by City Council.
3. The Annual Merit pool shall be established utilizing the approved EGI plus 2% applied to the base pay rates of all current (active and leave of absence; excluding vacant positions) employees effective when implementing the merit pay adjustments.
4. The Annual Merit pool will be broken down as follows:
Resolution 2025-41
a. City Manager Department Annual Merit Pool: executive employees and management employees reporting to the City Manager
b. Department Annual Merit Pools: each department head will be provided a merit pool to allocate merit pay adjustments subject to City Manager (or designee) approval
i. In the event a department head position is vacant, the allocation of this merit pool shall be at the discretion of the City Manager, or their designee. c. City Attorney Department Annual Merit Pool: all management employees reporting to the City Attorney
d. City Clerk Department Annual Merit Pool: all management employees reporting to the City Clerk
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e. City Treasurer Department Annual Merit Pool: all management employees reporting to the City Treasurer
5. Positions under the City Manager:
a. The City Manager shall certify an executive or management employee's overall rating and approve an annual merit increase per the Merit Pay Matrix funded from the City Manager Department Annual Merit Pool. The City Manager shall complete a written performance appraisal prior to granting a merit increase.
i. If an employee receives a rating of "Fails to Meet Expectations" of "Partially Meets Expectations", the department shall also submit a written action plan for steps to be taken to improve performance. b. A department head shall certify a management employee's overall rating and recommend an annual merit increase per the Merit Pay Matrix funded from the department head's Department Annual Merit Pool. The department head shall include the completed supporting performance appraisal with this recommendation. The recommended 11)erit increase shall not be shared with the manager until it is approved by the City Manager ( or their designee ). i. If an employee receives a rating of "Fails to Meet Expectations" of "Partially Meets Expectations", the department shall also submit a written action plan for steps to be taken to improve performance.
6. Positions under the City Attorney:
a. For management positions reporting to the City Attorney, the City Attorney shall complete a performance evaluation prior to granting an annual merit increase, in accordance with the Merit Pay Matrix, from the City Attorney Department Annual Merit Pool.
b. The performance evaluation rating shall be forwarded to the City Manager with an advisement of annual merit increase awarded to verify budget availability and compliance with the Merit Pay Matrix.
7. Positions under the City Clerk and City Treasurer:
a. For management positions reporting to the City Clerk and the City Treasurer, the City Clerk and City Treasurer shall complete a performance evaluation prior to granting an annual merit increase, in accordance with the Merit Pay Matrix, from the City Clerk Department Annual Merit Pool/City Treasurer Department Annual Merit Pool.
b. The performance evaluation rating shall be forwarded to the City Manager with an advisement of annual merit increase awarded to verify budget availability and compliance with the Merit Pay Matrix.
2. Interim Merit Pool and Pay Increases
1. Each year an amount equal to 0.50% of the annual salaries for all executive and management employees shall be budgeted and available for use in accordance with this section and be known as the Interim Merit Pool. City Council has the authority to approve amounts above this base value on a year-to-year basis.
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2. The Interim Merit Pool will generally be reserved for employees substantially improving performance, or for those within the lower third of the pay range that are meeting or exceeding departmental objectives. This can also be utilized to address internal pay equity concerns so long as employees receiving interim merit adjustments are meeting or exceeding departmental objectives in the most recent evaluation period and this performance has continued.
3. Such amount may be distributed by the City Manager to executive staff and managers within departments reporting to the City Manager, and by the City Attorney, City Clerk and City Treasurer to their respective managers, based on both performance and placement within the pay range.
4. In the event the City Attorney, City Clerk, or City Treasurer award an interim merit increase, within the limitation of the Merit Pay Plan, the City Manager shall be advised of the interim merit increases.
SECTION 1.7 REQUIREMENTS AS TO CONTINUITY OF SERVICE
Service requirements for advancement within merit pay matrix, holidays and vacation, shall be based upon continuous and total service as a regular empJoyee.
A. Leaves of absence without pay of ten working days or less and leaves with pay shall not interrupt continuous service nor be deducted from total service.
B. Leaves of absence without pay in excess of ten working days, except for extended military leave, shall be deducted in computing total service but shall not serve to interrupt continuous service.
C. All unauthorized absences without leave shall be grounds for disciplinary action.
SECTION 1.8 HOURS OF WORK
A. Torrance City Hall will operate on a 9/80 closed schedule with the following hours of operation :
Monday through Thursday:
Alternate Fridays:
7:30 a.m. -5:30 p.m .
7:30 a.m. -5:30 p.m .
B. Other City divisions not located in the City Hall complex may modify schedules for work groups to operate on either a 9/80 "open" or 9/80 "closed" schedule that does not conform to the above.
ARTICLE 2 -COMPENSATION
SECTION 2.1 REFERENCE POINT AND POSITIONS
The following pay ranges are assigned to the classifications of the following Executive and Management Employees effective July 13, 2025.
Executive Pay Ranges
Assistant City Manager
Resolution 2025-41
Pay
Basis
Monthly
Entry
Point
$19,020
Reference
Point
$25,208
6 Maximum
Point
$28,990
Benefit
Category
A
Car
Allowance
Category
PERS Category
Miscellaneous
Executive and Manaaement Emolovees
Fire Chief Monthly $18,896 $25,044 $28,799 A 1 Safety
Police Chief Monthly $18,866 $25,004 $28,754 A 1 Safety Public Works Director Monthly $17,467 $23,150 $26,622 A 1 Miscellaneous Finance Director Monthly $17,467 $23,150 $26,622 A 1 Miscellaneous Community Monthly $16,369 $21,695 $24,949 A 1 Miscellaneous Development Director Transit Director Monthly $15,713 $20,824 $23,948 A 1 Miscellaneous Community Services Monthly $15,663 $20,758 $23,872 A 1 Miscellaneous Director Human Resources Monthly $15,663 $20,758 $23,872 A 1 Miscellaneous Director General Services Monthly $15,310 $20,291 $2~,335 A 1 Miscellaneous Director Information Technology Monthly $14,954 $19,820 $22,792 A 1 Miscellaneous Director Management Pay Pay Entry Reference Maximum Benefit Car PERS Allowance Ranges Basis Point Point Point Category Category Category Assistant Police Chief Monthly $17,120 $22,689 $26,093 A 2 Safety Police Commander Monthly $16,305 $21,609 $24,851 A 2 Safety Assistant City Attorney Monthly $16,036 $21,254 $24,440 A 3 Miscellaneous Deputy City Attorney Ill Monthly $15,474 $20,509 $23,584 A 3 Miscellaneous Legal Counselor Ill Monthly $15,474 $20,509 $23,584 A 3 Miscellaneous Deputy City Manager Monthly $14,306 $18,960 $21,805 A 1 Miscellaneous Deputy Public Works Monthly $13,761 $18,238 $20,974 B 2 Miscellaneous Director -Operations Deputy Public Works Monthly $13,761 $18,238 $20,974 B 2 Miscellaneous Director -City EnQineer Assistant Finance Monthly $13,673 $18,121 $20,839 B 2 Miscellaneous Director Deputy Finance Director Monthly $13,673 $18,121 $20,839 B 2 Miscellaneous Police Services Monthly $13,050 $18,017 $20,720 B 3 Miscellaneous Administrator City Librarian Monthly $12,961 $17,178 $19,754 B 2 Miscellaneous Deputy Transit Director Monthly $12,961 $17,178 $19,754 B 2 Miscellaneous Sanitation Services Monthly $12,673 $16,798 $19,316 B 2 Miscellaneous ManaQer Water Operations Monthly $12,673 $16,798 $19,316 B 2 Miscellaneous Manaqer Accounting Manager Monthly $12,479 $16,539 $19,020 B 2 Miscellaneous Engineering Monthly $12,479 $16,539 $19,020 B 2 Miscellaneous ManaQer/Maior Projects Landscape Monthly $12,070 $15,996 $18,397 B 2 Miscellaneous ManaQer/City Arborist Resolution 2025-41 7 Executive and Manaaement Emolovees
Street Operations Monthly $12,070 $15,996 $18,397 B 2 Miscellaneous Manager IT Manager -Monthly $12,055 $15,978 $18,374 B 2 Miscellaneous Applications & Analytics IT Manager -
Communications & Monthly $12,055 $15,978 $18,374 B 2 Miscellaneous Customer Service
IT Manager -GIS Monthly $12,055 $15,978 $18,374 B 2 Miscellaneous IT Manager -
Infrastructure & Monthly $12,055 $15,978 $18,374 B 2 Miscellaneous Cybersecurity
IT Manager -Public Monthly $12,055 $15,978 $18,374 B 2 Miscellaneous Safety Audit Manager Monthly $11,885 $15,752 $18,115 B 2 Miscellaneous Engineering Manager Monthly $11,885 $15,752 $18,115 B 2 Miscellaneous Revenue Manager Monthly $11,885 $15,752 $18,115 B 2 Miscellaneous Deputy City Attorney II Monthly $11,583 $15,352 $17,654 A 3 Miscellaneous Legal Counselor II Monthly $11,583 $15,352 $17,654 A 3 Miscellaneous Fire Prevention Monthly $11,345 $15,036 $17,293 B 2 Miscellaneous Manager -Fire Marshal Building Official Monthly $11,345 $15,036 $17,292 B 2 Miscellaneous Engineering Services Monthly $11,345 $15,036 $17,292 B 2 Miscellaneous Manager Planning Manager Monthly $11,345 $15,036 $17,292 B 2 Miscellaneous Assistant to the City Monthly $11,320 $15,003 $17,254 A 3 Miscellaneous Manaqer Cable & Community Monthly $11,320 $15,003 $17,254 A 1 Miscellaneous Relations Manager Human Resources Monthly $11,265 $14,931 $17,170 B 2 Miscellaneous Manager Park Services Manager Monthly $11,215 $14,864 $17,093 B 2 Miscellaneous Recreation Services Monthly $11,208 $14,855 $17,084 B 2 Miscellaneous Manager Law Office Monthly $11,123 $14,743 $16,953 A 3 Miscellaneous Administrator Economic Development Monthly $10,828 $14,350 $16,503 A 3 Miscellaneous Manaoer Administrative Services Monthly $10,789 $14,300 $16,444 B 2 Miscellaneous Manager Facilities Operations Monthly $10,789 $14,300 $16,444 B 2 Miscellaneous Manager Facilities Services Monthly $10,789 $14,300 $16,444 B 2 Miscellaneous ManaQer Risk Manager Monthly $11,045 $14,185 $16,313 B 2 Miscellaneous Transit Manager -Monthly $10,319 $13,677 $15,729 B 2 Miscellaneous Administration Transit Manager -Monthly $10,319 $13,677 $15,729 B 2 Miscellaneous Operations Transit Manager -Monthly $10,319 $13,677 $15,729 B 2 Miscellaneous Planning Transit Manager -Monthly $10,319 $13,677 $15,729 B 2 Miscellaneous Services Neighborhood Services Monthly $10,313 $13,670 $15,718 B 2 Miscellaneous Manager Fleet Services Manager Monthly $10,101 $13,387 $15,396 B 2 Miscellaneous Resolution 2025-41 8 Executive and Manaaement Emolovees
Workers' Compensation Monthly $10,023 $13,285 $15,277 B 2 Miscellaneous Manager Assistant City Librarian Monthly $9,958 $13,198 $15,180 B 2 Miscellaneous Cultural Services Monthly $9,958 $13,198 $15,180 B 2 Miscellaneous ManaQer Deputy City Treasurer Monthly $9,874 $13,087 $15,050 B 2 Miscellaneous Civil Service Manager Monthly $9,575 $12,691 $14,595 A 2 Miscellaneous Principal Human Monthly $9,575 $12,691 $14,595 B 2 Miscellaneous Resourcei, Analyst Deputy City Attorney I Monthly $8,910 $11,809 $13,580 A 3 Miscellaneous Legal Counselor I Monthly $8,910 $11,809 $13,580 A 3 Miscellaneous Deputy City Clerk Ill Monthly $8,706 $11,539 $13,269 B 2 Miscellaneous Senior/Management Monthly $8,391 $11,121 $12,790 A 3 Miscellaneous Associate Farmer's Market Monthly $6,773 $8,978 $10,324 B 2 Miscellaneous ManaQer SECTION 2.2 PREMIUM PAY
A. Certain Management Employees assigned to work entailing specified duties which require skills and abilities not contemplated in the employee's normal assignments in the areas described in this Section shall receive premium pay only while so assigned.
B. Assignments and reassignments shall be made by the department head pursuant to departmental rules and regulations, workload and skills required, and any other reason deemed necessary. Such assignments shall be subject to budget limitations and level of service needed. The department head may make reassignments as they deem appropriate.
All assignments are subject to City Manager approval unless the position falls under the City Attorney, City Clerk, or City Treasurer. The authorized premiums are listed below:
1. At the discretion of the City Attorney, Deputy City Attorney II employees who are routinely and consistently to a lead or supervisory position in Prosecution will receive a 5% Lead W0rker/Supervisor Premium for supervising and division management duties.
2. At the discretion of the City Attorney, Deputy City Attorney II employees who are routinely and consistently assigned to train employees in areas of legal specialty will receive a 5% Training Premium.
SECTION 2.3 SUPERVISION PAY
Managers covered by this agreement shall be paid 5% higher than those supervised when comparing base pay to base pay.
ARTICLE 3 -BENEFITS
SECTION 3.1 EMPLOYEE INSURANCE
A. Cost of Medical Insurance for Active Employees :
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,
Executive and Manaaement Emolovees
The City shall pay the applicable monthly PERS minimum employer contribution per employee for active employee health insurance. In addition to the PERS minimum contribution, the City shall provide active employees with an additional contribution. The aggregate amount shall be referred to as the "City Contribution".
Effective July 1, 2024
1 Part 2 Pa Famil
City Contribution $597 .68 per month $1,140.36 per month $1,595.96 per month On the pay period including October 1, 2024 the City shall issue a one-time payment, for those currently eligible and receiving health insurance benefits as of July 1, 2024, in the following amounts based on enrollment tier: 1 party: $484.08; 2 party: $1,008.90; Family: $1,196.28.
Effective January 1, 2025
1 Party 2 Party Family
City Contribution $678.36 per month $1.;308.51 per month $1,795.34 per month B. Cash-In-Lieu Payments
Full-time employees who meet the following requirements will receive a cash-in-lieu payment of $400.00 per month for as long as the employee opts-out of medical coverage:
1. The employee provides proof of minimum essential coverage ("MEC") through another source (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year for which the employee opts-out of City-offered coverage ("alternative required coverage").
2. The proof of coverage must show that the employee and all individuals in the employee's expected tax family have (or will have) the required MEC for the plan year. The employee must provide reasonable evidence of the MEC for the applicable period by signing and submitting an attestation to the City.
3. The employee must provide such reasonable evidence and attestation of alternative coverage every plan year during open enrollment.
4. The City will not provide the cash-in-lieu payment if it knows or has reason to know that the employee or tax family member does not have the alternative required coverage.
C. Retiree Insurance
The City shall pay to PERS directly the mandated monthly PERS minimum employer contribution per employee for retired employee health insurance. This only applies to those on a PERS medical plan and has no cash value is not used in this manner. The PERS minimum employer contribution amount changes annually as directed by CalPERS.
D. Life Insurance and Accidental Death and Dismemberment Insurance The City shall cover each Category A employee under a $100,000 accidental and $200,000 term life insurance policy, and the City shall cover each Category B employee under a $100,000 accidental and $100,000 term life insurance policy in accordance with all carrier provisions.
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E. Long Term/Short-Term Disability Insurance:
Employees covered by this Resolution qualify for the commercial insurance long-term/short term disability program as follows:
a. Two-thirds (½) base pay for a period as determined by the insurance carrier, after a 14-day waiting period, up to the limits of the policy.
b. Eligibility for all provisions of the commercial plan is in accordance with the commercial insurance policy.
c. An employee requesting receipt of such benefits will be decreed on a leave of absence and shall receive no other benefits except 3.1.A.1.
F. Dental Insurance
All employees covered by this Resolution will receive two-party dental insurance at no cost to the employee. This benefit has no cash value if not used. If employees want to cover additional family members, additional insurance may be purchased.
G. Vision Insurance
All employees covered by this Resolution will receive one-party vision insurance at no cost to the employee. This benefit has no cash value if not used. If employees want to cover additional family members, additional insurance may be purchased.
H. Any employee terminating or retiring at the end of the eight-month medical leave of absence shall be paid an amount equal to four months of City health insurance contribution (including health contribution and City supplemental). On a case-by-case basis, the City Manager or his/her designee may waive the eight month eligibility requirement. Such amount shall not exceed the amount received by the employee immediately prior to separation of employment.
The employee may choose to receive the full amount subject to 1099, defer the funds to the City 457 plan within the plan guidelines, or receive a net check with the appropriate federal, state and social security deductions. This provision applies only to employees participating in a City-sponsored health insurance program at the time of termination or retirement.
SECTION 3.2 RETIREMENT
A. Employees shall be covered by either the appropriate safety or miscellaneous retirement plan provided by the City. The City shall pay the employee's contribution to PERS for employees pursuant to the applicable sections of the California Government Code. Such payments shall be reported simply as normal contributions and shall be credited to member accounts. These contributions shall at time of termination belong to the employees. These contributions shall be reported to PERS as compensation as provided by SB 53.
B. Effective June 11, 1995, the 7% for miscellaneous positions or 9% for safety positions shall be paid by the City and the City will report the same percent of compensation earnable and shall be considered as employer-paid member contributions (EPMC) in accordance with Government Code Section 20023.
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C. Effective September 21, 2010, all new hires shall be responsible for the employee's contribution to PERS, currently 7% of pay for miscellaneous employees or 9% of pay for safety employees. Section 3.2(B) would no longer be applicable to employees hired after September 21, 2010.
D. Effective January 1, 2013 and in accordance with the provisions of the 2013 Public Employees' Pension Reform Act (PEPRA), employees covered by this agreement hired on or after January 1, 2013 who do not qualify as "classic members" of PERS, shall be considered "new members" and shall be enrolled in the 2% at age 62 for miscellaneous positions and 2. 7% at age 57 for safety positions defined benefit formula with final compensation calculation period of three (3) consecutive years. Employees shall be responsible for fifty percent (50%) of the normal cost attributable to the applicable retirement formula. Section 3.2 (E) and (F) would no longer be applicable.
Note: The definition of "classic member" or "new member" is established per the California Public Employees Retirement System (CALPERS).
E. Effective May 26, 2000, the PERS contract shall ,provide one-year final compensation provisions when calculating retirement benefits for miscellaneous employees.
F. Effective November 24, 2000, the PERS contract shall provide to miscellaneous members the 2% @ 55 formula. Miscellaneous members who retire after the effective date of the contract amendment will be subject to this formula.
G. Effective November 24, 2000, a lump sum death benefit of $5,000 will be paid to beneficiaries of retired members. This benefit will be applicable to deaths occurring after the effective date of the contract amendment.
H. Effective May 26, 2000, the PERS contract shall provide for the Pre-Retirement Optional Settlement 2 Death Benefit. Under this provision, the spouse of a deceased member, who was eligible to retire for service at the time of death, may elect to receive a monthly allowance in lieu of the lump sum Basic Death Benefit.
SECTION 3.3 DEFERRED COMPENSATION PLAN
A. All employees covered by this resolution are required to participate in a 457 deferred compensation plan, a 401 (a) deferred compensation plan, and a Retirement Health Savings Plan pursuant to this resolution.
B. Plan documents outlining all three plans have been adopted by the City Council and are on file in the Office of the City Treasurer.
C. The City will match an employee contribution, on a dollar for dollar basis each pay period, to the 401 (a) plan up to a maximum of 0.5% of base pay per calendar year.
D. Retirement Health Savings Plan (RHSP)
1. For retiring or separating employees, the following shall apply:
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a. All hours equal to or less than 500 for sick accruals and 500 for vacation accruals will be deposited into the Mission Square Retirement Health Savings Program, therein referred to as the RHSP.
b. After satisfying Section 3.3.D.1.a, the remaining balance up to limits allowed by law shall be disbursed into the City's 401 (a) plan. Any amount exceeding legal limits shall be paid out to the employee.
SECTION 3.4 SICK LEAVE
A. Sick Leave Use
An employee may use sick leave to care for themselves or family members in compliance with the City's Policy on Leaves of Absence in accordance with State and Federal Law. Such time shall be deducted from the existing sick leave accruals of the employee. In addition, employees may use sick leave for the following reasons:
1. Retirement Early Notification Incentive Program
An employee may use sick leave in accordance ;.with the Retirement Early Notification Incentive Program requirements.
B. Accrual Rate :
Category A and B employees shall be granted six hours of sick leave per month.
C. Conversion of Sick Leave:
1. An individual may select to receive pay in lieu or defer into the 457 deferred compensation plan for a specified amount of sick leave over three hundred (300) hours at the rate of one hour of pay for each hour of unused sick leave (28 days prior notice must be given for such a request).
2. Any sick leave in excess of 500 hours on the books as of December 1st will be automatically deferred into the 401(a) by December 31st at the rate of one hour of pay for each hour of unused sick leave.
3. For employees separating or retiring from the City, the provisions outlined in Section
3.3.D shall apply.
4. In case of death of an employee, each hour of accumulated sick leave shall equal one hour of salary to be paid to the employee's designated beneficiary.
D. The employees covered by this resolution are eligible to participate in the Catastrophic Leave Program described in Attachment B.
SECTION 3.5 INDUSTRIAL INJURY LEAVE
A. For injuries sustained to non-safety employees on or after August 3, 1997, the following applies:
In the event an employee sustains an injury or illness out of and occurring in the course of his/her employment with the City, the employee shall be entitled to industrial injury leave as follows:
1. Up to three (3) months during the first three (3) years of employment.
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2. Up to six (6) months during the fourth (4th) year of employment.
3. Up to eight (8) months after four (4) years of employment for industrial injury.
4. Such leave shall be at eighty-five percent (85%) of regular salary rate. Said leave shall terminate upon return to regular work or when the injury is deemed permanent or stationary, at the expiration of the maximum time period listed in this section.
B. In the event the Fire Chief or Police Chief sustains an illness or injury occurring in the course of his/her employment with the City, the employee shall be entitled to that compensation prescribed by State Law and all items of compensation specified by this agreement.
C. Employees who are on industrial injury leave with pay as a result of an industrial injury shall continue to accrue seniority, receive holidays, and accrue vacation and sick leave benefits the same as if they had been present for duty.
D. An employee on industrial injury leave shall be under the direction of the City subject to medical advice and shall be available at all times unless he/she receives specific permission from the City.
E. An employee on industrial injury leave shall inform the city of any current outside employment and/or any such outside employment during the four (4) years immediately prior to such injury.
An employee on industrial injury leave shall not enter into any employment or physical activity, as determined by an appropriate physician, which might exacerbate his injury or illness.
SECTION 3.6 ADMINISTRATIVE LEAVE
All Category A Employees covered by this Resolution shall receive eight (8) days of administrative leave per fiscal year. All Category B Employees covered by this Resolution shall receive three (3) days of administrative leave per fiscal year. This leave may not be cashed out and cannot be carried forward to a subsequent fiscal year.
SECTION 3. 7 HOLIDAYS
A. For the purpose of this Resolution, the following days shall be considered holidays with pay :
■ New Year's Day
11 Martin Luther King Jr. Day
■ Lincoln's Birthday
• Washington's Birthday
■ Memorial Day
■ Independence Day
• Labor Day
■ Veterans Day
• Thanksgiving Day
■ Day after Thanksgiving
• Christmas Eve
■ Christmas Day
• New Year's Eve
B. When a holiday occurs on Saturday, the day immediately preceding will be observed as the holiday. When a holiday occurs on Sunday, the day immediately following will be observed as a holiday.
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C. A holiday shall be construed as the value of the normal work shift.
SECTION 3.8 HOLIDAYS FOR 9/80 PARTICIPANTS
A. For those employees with weekends, which consist of a Saturday and Sunday, the following shall apply:
1. If a holiday falls on a Saturday and the prior Friday is an 8-hour workday in which the employee is schedule to work, the City will close and the employee will be off work with eight (8) hours holiday pay.
If the holiday falls on a Saturday and the prior Friday is the employee's 9/80 scheduled day off the City will close on Friday and the employee will accrue eight (8) hours to the employee's vacation leave balance.
2. If a holiday falls on a Sunday, the Monday following will be observed, the City will close, and the employee will be off work with eight (8) hours holiday pay.
B. For those employees whose regularly scheduled w~kends are other than Saturday and Sunday the following shall apply:
If the holiday falls on any scheduled day off, the employee will accrue eight (8) hours to the employee's vacation leave balance.
SECTION 3.9 VACATION
A. Employees covered by this Resolution shall earn vacation leave as follows:
1. The rate of 9.33 hours per month of continuous and total employment as a regular employee.
2. Commencing with the 2nd year of continuous and total employment as a regular employee, at the rate of 10 working hours per month .
3. Commencing with the 5th year of continuous and total employment as a regular employee, at the rate of 12.67 working hours per month.
4. Commencing with the 10th year of continuous and total employment as a regular employee, at the rate of 16.02 working hours per month
5. Commencing with the 21 st year of continuous and total employment as a regular employee, at the rate of 17.34 working hours per month.
6. Commencing with the 25th year of continuous and total employment as a regular employee, at the rate of 18 working hours per month.
B. Eligibility:
Employees shall earn vacation only while receiving compensation from or through the City .
C. Scheduling:
The time of taking vacation shall be determined by the employee, subject to review by their supervisor. Vacation leave accrual shall be used when the increment required for any day exceeds half of the scheduled workday. Increments equal to or shorter than that do not require use of accrual in a given workday.
D. Effect of Holidays :
When an authorized holiday occurs during a vacation period, such days shall not be deducted from earned vacation.
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E. Pay for Vacation:
An individual, subject to City Manager approval, may select to receive pay in lieu of a specified amount of vacation (28 days prior notice must be given for such a request).
F. Accrual Limit:
Vacation accruals over 500 hours which are on the books as of December 1st of each year will be automatically deferred into the 401(a) account by December 31 stat the rate of one hour of pay for each hour of unused vacation leave
G. Vacation leave is allocated to an employee's bank as earned on an hour by hour basis.
H. At the time of retirement or separation, the provisions of Section 3.3.D (RHSP) shall apply.
SECTION 3.10 VEHICLE ALLOWANCE
A. Car Allowance Category 1
1. Section 2.1 denotes employees with ;; Car Allowance Category 1.
2. All such employees receive a car allowance in the amount of $716 per month, payable in biweekly installments. Such allowance is not intended to cover mileage reimbursement for business trips of over 25 miles each way. Such excess miles (over 50 miles round trip) shall be reimbursed at the City's specified rate.
3. This car allowance is separate from base pay.
B. Car Allowance Category 2
1. Section 2.1 denotes employees with Car Allowance Category 2.
2. The car allowance for this category has been included in base pay. Such allowance is not intended to cover mileage reimbursement for business trips of over 25 miles each way. Such excess miles (over 50 miles roundtrip) shall be reimbursed at the City's specified rate.
C. Car allowance Category 3
1. Section 2.1 denotes employees with Car Allowance Category 3.
2. These employees do not now, and never have, received a car allowance.
3. Employees in this category are eligible for mileage reimbursement of any business trips at the City specified rate.
D. The City Council, at its discretion, may provide designated individuals with vehicles in lieu of any allowance. ·
SECTION 3.11 BEREAVEMENT LEAVE
An employee may utilize Bereavement Leave in compliance with the City's Policy on Leaves of Absence in accordance with State Law.
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SECTION 3.12 JURY DUTY
An employee who is summoned for jury service shall be covered in compliance with the City's Policy on Leaves of Absence.
SECTION 3.13 LEAVES OF ABSENCE
An employee may file a Request for Leave in compliance with the City's Policy on Leaves of Absence in accordance with State and Federal Laws.
SECTION 3.14 COMPASSIONATE LEAVE
An employee may utilize Compassionate Leave in compliance with the City's Policy on Leaves of Absence.
SECTION 3.15 FAMILY-SCHOOL PARTNERSHIP LEAVE
An employee may utilize Compassionate Leave in compliance with the City's Policy on Leaves of Absence.
SECTION 3.16 REIMBURSABLE EXPENSES
The City shall reimburse costs each fiscal year, subject to the below limits, for each executive and management employee for the following eligible expenses:
A. Employee medical-related purposes such as medical examination and treatment, optical, dental, or prescription drugs; or family counseling for the management employee or dependent.
B. Tuition or training reimbursement.
C. Acquisition of City compatible computer hardware, software or peripheral equipment including cell phone data plans.
Category A Employees: Employees that fall in Category A (see Section 2.1) shall be eligible for up to $1,500 per year.
Category B Employees: Employees that fall in Category B (see Section 2.1) shall be eligible for up to $750 per year.
Any reimbursement balance remaining from the previous fiscal year shall be carried forward to the following fiscal year, for a maximum of two years. Any expense remaining from the previous fiscal year (not reimbursed since over the allotted amount) shall be carried forward for a maximum of three years.
In the event an employee is hired or promoted within a fiscal year, they will be entitled to the full allocation if the hire/promotion date falls between July 1 and December 31. The employee is eligible for half of the annual allocation if hired/promoted between January 1 and March 31. If the hire/promotion date falls between April 1 and June 30, the employee will not be eligible for any reimbursement in that current fiscal year.
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SECTION 3.17 PRO-RA TED BENEFITS
Employees who work less than full-time shall receive part-time pro-rated benefits in the following areas:
• Section 3.4 Sick Leave
• Section 3. 7 Holidays
• Section 3.9 Vacation
• Section 3.11 Bereavement Leave
• Section 3.12 Jury Duty
• Section 3.13 Leaves of Absence
• Section 3.14 Compassionate Leave
• Section 3.15 Family-School Partnership Leave
ARTICLE 4 -GENERAL PROVISIONS
SECTION 4.1 NONDISCRIMINATION, EQUAL OPPORTUNITY AND AFFIRMATIVE ACTION The City and its Management Employees agree that both parties have a crucial role in the development and implementation of equal employment;; opportunities. Both parties mutually accept responsibility for carrying out these provisions.
SECTION 4.2 MOVE UP ASSIGNMENT
A Management Employee moved up to Acting Department Head for one full workday, shall receive a 7½% move up premium above base salary for all such time. Such shall be subject to the approval of the City Manager. A Management Employee moved up to another management employee for one full workday shall receive a 5% move up premium above base pay.
If the temporary absence of the Department Head continues in excess of 30 consecutive calendar days, the employee shall then be paid within the pay range for such assigned position, which will grant the employee an increase of 5% in total pay.
ARTICLE 5 -MISCELLANEOUS
SECTION 5.1 MANAGEMENT TRAINING
A. Executive Employees
The amount of $7,701 shall be budgeted for organization training purposes for the Executive Employees. Any amount not spent in previous years shall be added to this amount.
B. Management Employees
Effective each July the amount of $159 per position shall be budgeted for individual or group training purposes, or conference registration. A committee of three shall select and schedule training programs for Management Employees, subject to the City Manager's approval.
Moneys allocated from previous years which are not expended by the end of the fiscal year shall be carried over for training purposes into the next fiscal year.
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SECTION 5.2 PROBATIONARY PERIOD
There shall be a one-year probationary period for all appointments and promotions to positions covered by this Resolution.
SECTION 5.3 LATERAL OPPORTUNITY FOR MANAGEMENT EMPLOYEES A. Permanent Management Employees may make themselves available for lateral entry into an alternate management classification whose salary range is equal to or less than that of the classification of position presently held by the employee. A salary range shall be considered to be equal to if there is less than a seven and one-half percent (7.5%) difference in reference point.
B. When a position in a classification for which employees have applied for lateral entry becomes vacant, employees who have so applied shall be given the opportunity to lateral into the position pursuant to the following:
1. No promotional list exists for the position.
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2. The department heads involved approve of the lateral appointment. Such approval will not be required where lateral appointment is the result of a layoff or medical disability.
3. The City Manager concurs in the lateral appointment.
4. Priority of consideration shall be on the basis of seniority subject to the above .
5. Such lateral appointment of the employee shall be subject to a ninety (90) day period to verify their competency in the new position.
The employee shall receive a progress report from the Department Head at the end of each thirty (30) day period. If an employee does not qualify, they shall be returned to their previous position.
C. The approval and verification of department head and the City Manager shall be final.
D. If an employee accepts a lateral transfer, their salary shall be at their-former rate or at the entry point of the new position, whichever is higher.
SECTION 5.4 RETENTION INCENTIVES
A. Retention Incentive Bonus payments shall not be considered pensionable earnings/compensation as outlined in the Torrance Police Department Enhanced Recruitment and Retention Incentive Program, "Attachment C."
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SECTION Ill SEVERABILITY
If any section, subsection, sentence, clause or phrase of this Resolution is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of the Resolution. The City Council hereby declares that it would have passed this Resolution and each section, subsection, sentence, clause or phrase thereof, irrespective of the fact that any one or more sections, subsections, sentences, clauses or phrases be declared invalid or unconstitutional.
INTRODUCED, APPROVED, and ADOPTED this 8th day of July 2025 .
APPROVED AS TO FORM:
PATRICK Q. SULLIVAN, City Attorney ATTEST :
by ~
Tat ia Y. Strader, Assistant City Attorney
TORRANCE CITY COUNCIL RESOLUTION NO. 2025-41
STATE OF CALIFORNIA
COUNTY OF LOS ANGELES
CITY OF TORRANCE
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55 I, Rebecca Poirier, City Clerk of the City of Torrance, California, do hereby certify that the foregoing resolution was duly introduced, approved, and adopted by the City Council of the City of Torrance at a regular meeting of said Council held on the 8th day of July 2025 by the following roll call vote:
AYES:
NOES:
ABSTAIN :
ABSENT:
COUNCILMEMBERS
COUNCILMEMBERS
COUNCILMEMBERS
COUNGILMEMBERS
Resolution 2025-41
Gerson, Kaji, Kalani, Lewis, Mattucci, and Mayor Chen .
None. -.._
None.
Sheikh .
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City Clerk of the City of Torrance
Executive and Manaaement Emolovees